Focus on Creative Process
Instead of random associations “bisociative process”
– the deliberate connecting of two previously noted, which was irrelevant in the old and is relevant in the new context (Kestler, 1964)

MIS-484 Creativity in Organizations

Previous Approaches to Creativity Definition:

Focus on Creative Process
– Creative activity appears simply to be a special class of problem solving activity characterized by novelty, unconventionality, persistence and difficulty in problem formulation (Newell, 1962)

MIS-484 Creativity in Organizations

Previous Approaches to Creativity Definition:

Focus on Creative People
Creativity refers to the abilities that are most characteristic of creative people – Guilford, 1950

A Consensual Definition of CreativityA Product or response is creative to the extent that appropriate observers independently agree it is creative. – Appropriate observers are those familiar with the domain in which the product was created or the response articulated. – Thus creativity can be regarded as the quality of products or responses judged to be creative by appropriate observers, and it can also be regarded as the process by which something so judged is produced. (Amabile, 1996)

MIS-484 Creativity in Organizations

Why Creativity Age?
1. 2. 3. 4. 5. 6. 7. 8.

Push of information technology Facilitation of knowledge age Need for reinventing organizations Employees demand creative jobs New primacy of the design Change of regime in marketplace Global competition New managerial mind set (emancipator of creativity) (Kao, 1996)

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Creativity in the Organization
Abstract (150 words)
The purpose of this article is to discuss why creativity in the organisation is important for the next generation manager and how it could impact on the future of a business. This paper also highlights the challenges, importance of creativity, how management can address these in the future business environment in the next 5-10 years and to focus on how future managers affectcreativity through their efforts to nurture a work climate that supports creative thinking. In order to ensure that the objectives of the paper were met, the exploratory research design was used, using secondary sources of data. Recommendations will be made after a thorough study on how organisations with next generation managers should deal with creativity in the workplace.
Keywords
Vision, challenges, future, managers
Introduction (400 words)
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― Walt Disney Company
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1 – Introduction:
In a globalized economy increasingly competitive and complex, and where the changes are more
frequent, the firms have to demonstrate a great adaptability and a high degree of agility to maintain or
increase their competitiveness and their market share. The key word embedded in the daily business by
most of the companies is the CREATIVITY, involving to create an environment and a process of thinking
leading to the generation of new ideas relevant and feasible. This concept of creativity can be applied
either in the conception and development of new products and services or in the processes of the
organization. As Edward de Bono said the Creativity “is a skill and is not just about individual
talent…Creativity is not only doing different but particularly creating value”.
It is obvious that a company staying on this past glories and without the willingness to change and
evolve its resources, products, offers or organizational structure, takes the risk of being caught or
exceeded by the market and their competitors. However, the desire to be part of a creative process is
not sufficient in itself, and some conditions and good practices have to be implemented to ensure the
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the conditions leading to Creativity.
2 –...

..., Lassk, F. & Mulki, J. (2010)
Creativity allows teams to solve problems and leverage existing resources simply by virtue of having different thoughts and perspectives. Emotional intelligence promotes team trust which fosters a collaborative culture which increases the creativity of the team. Increased EQ in individuals and teams allows for better communication and openness to different ideas. Team emotional intelligence is the ‘ability of a group to develop a set of norms that manage emotional processes’ (Druskat & Wolff, 2001b, p. 133). Jordan and Lawrence (2009) suggest four components to team EQ. These are: ‘awareness of own emotions, awareness of other’s emotions, management of own emotions, and management of other’s emotions’ (p. 454). Barczak, Lassk & Mulki (2010) hypothesized that both team trust and a collaborative culture are positively correlated with team creativity. Barczak et al. (2010) explains team trust as feeling that members can be vulnerable and their teammates will not take advantage of that. The authors define a collaborative culture as one that fosters open communication, values the differing viewpoints of its employees, and encourages an atmosphere of respect and support for one another. The authors conducted a study of over 400 undergraduate students who were placed into teams. When the data was analyzed, support was found for the hypothesizes: both team trust as well as a collaborative culture, foster...

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CREATIVITY AND INNOVATION IN MALAYSIAN ORGANIZATION
1. Abstract
Orgnizational creativity and innovation is a complex and multifaceted phenomenon and is influenced by many factors. It may be an environment or a culture which is almost spiritual forces that exists in an organization/company which drives value creation. From an organizational point of view, culture has multiple elements which can serve to supplement an organization’s capability towards creativity and innovation. Thus, inculcating a culture of creativity and innovation is seen as a vital requirement to provide organizations with necessary ingredients to innovate. Different approaches have been implemented with the aim of capturing a framework thriving under enabling conditions and in an atmosphere of receptivity.
This paper explores implication of creativity and innovation to the Malaysian organization environment. Culture, strategy, technology, and other management tools are important in generating effectiveness in the 21st century, creativity and innovation are what drive organizational success in many sectors. However, for creativity to take place, leaders must actively implement strategies that encourage it. Therefore, leadership is the catalyst and source of organizational creativity and innovation. In essence, for...

...CREATIVITY BASED CULTURE
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ORGANIZATIONAL BEHAVIOUR |
SHAMAIL GULREZ |
INTRODUCTION
Creativity, like Leadership, is a controversial term. Some people say that it is inborn. Others are of the view that it can be developed. I personally believe that creativity is mostly an inborn characteristic in human beings. However, it can be honed and polished by the supervision of experienced people.
The link between Creativity and Culture is also very deep rooted. Even if the dormant attribute of creativity is present within an individual, it is not possible to extract that feature in the absence of a supportive culture. Culture affects creativity in number of ways which have been discussed at length in the research article. I would just like to briefly mention those factors which influence creativity.
Firstly, the personality of the individual plays a key role in determining the level of creativity that the individual possesses. This aspect of personality has been termed as cultural capital in the research article. Other than that, cultural environment also plays a significant role in promoting or demoting the creativity present within individuals.
Creativity and culture form a part of one another. We may say that culture contributes in providing a platform to practice creativity. Similarly, creativity...

...(1) INTRODUCTION: Creativity in organisations may be defined as the process by which new ideas that make innovation possible are developed. It is the ability to generate novel and useful ideas and solutions to everyday problems and challenges. For many years, technology has supplanted people in the performance of many routine jobs and has increasingly assumed prominence in more sophisticated processes. The universal availability of inexpensive technology has created a highly competitive global marketplace and fuelled the growth of robust, knowledge- based economies in developing countries, with India and China as the prime examples. Developed countries such as the United states no longer claim a competitive advantage based on exclusive access to advanced technology and a well trained workforce.
(2) RELAVANCE IN TODAY’S ERA: Creativity has traditionally been viewed as the gift of a small number of talented people. The concept that groups and organizations can function creatively reflects the growing importance of creativity as a driver of innovation and organisational success As the global playing field becomes increasingly level, many business forecasters are predicting that workforce creativity and innovation will be the most important factors in establishing and maintaining a competitive advantage. Logic, linear thinking and rule based analysis-functions located in the left side of the human...

...Course: Organizational Behavior-II
Faculty: Dr. Neerpal Rathi
Course Objectives:
An organization does not really accomplish anything on its own. Plans do not accomplish anything either. Endeavors succeed or fail because of the people involved. Apart from their own personality attributes, peoples’ efforts in an organization are also influenced by the changes in economic, technological and social conditions, inside and outside the organization. The course Organizational Behavior-II is planned and designed to help students to understand various group processes, conflict management, and negotiation and to develop skills in leading and teamwork. Moreover, the course focuses on understanding how different parts of an organization interact and work together by studying the concepts of organizational structure, design, organizational culture, and organizational change and development.
Teaching/Learning Methods:
A variety of teaching/learning methods will be used to achieve the course objectives. These include: readings, lectures, case studies, group discussions, exercises, audio-visual, and assignments etc.
Evaluation:
Students are evaluated based on their performance in individual assignments, mid-term and end-term examination, group learning paper, and group project and presentations. The weightage for various components will be as followed:
Individual Assignment – 15%
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...ORGANIZATION GROUP FLOW
In an organization, communication flows in 5 main directions-
1. Downward
2. Upward
3. Lateral
4. Diagonal
5. External
6. Laissez-faire
1. Downward Flow of Communication: Communication that flows from a higher level in an organization to a lower level is a downward communication. In other words, communication from superiors to subordinates in a chain of command is a downward communication. This communication flow is used by the managers to transmit work-related information to the employees at lower levels. Employees require this information for performing their jobs and for meeting the expectations of their managers. Downward communication is used by the managers for the following purposes -
| Providing feedback on employees performance | |
| Giving job instructions | |
| Providing a complete understanding of the employees job as well as to communicate them how their job is related to other jobs in the organization. | |
| Communicating the organizations mission and vision to the employees. | |
| Highlighting the areas of attention. | |
Organizational publications, circulars, letter to employees, group meetings etc are all examples of downward communication. In order to have effective and error-free downward communication, managers must: * Specify communication objective * Ensure that the message is accurate,...